Three answers. One pipeline.
Conversation, not assignment.
The screen is a 15-minute structured conversation. The assessment is calibrated for the role family and runs in 30 minutes, on the candidate's schedule. The first-round interview is AI voice and behavioural. The take-home is optional, you decide whether to keep it for the final round, you do not lose strong candidates at the funnel top.
↓ AI screen and assessment
Your engineers stay engineers.
Picked runs the first three stages for every role. Your engineers see three finalists with full transcripts and a score breakdown. They only join the loop for the technical round. A typical eng manager spends two hours a week on hiring, not ten.
↓ Triage to shortlist
Paper-bad, thinks-well engineers are surfaced.
The rubric scores how a candidate decomposes an unfamiliar problem, not how their CV looks. The screen probes for signal the CV does not show. Behavioural depth, not credential matching. Three engineers a quarter who would have been screened out by CV land in your shortlist instead.
↓ Decision engine